Jury Duty and Court Attendance Leave Law Summaries
District of Columbia, Jury Duty and Court Attendance Leave Law Summaries
The District of Columbia's jury duty leave law is located in the District of Columbia Code Annotated at Title 11, Ch. 19.
COVERAGE
Both private and public employers are covered by the District of Columbia's jury duty leave law.
WHAT THE EMPLOYER MUST DO
Employers may not deprive an employee of employment, threaten, or otherwise coerce an employee with respect to employment because the employee receives a summons, responds to a summons, serves as a juror, or attends court for prospective jury service (Sec. 11-1913(a)).
Pay.- Grand and petit jurors serving in the Superior Court shall receive fees and expenses at rates established by the Board of Judges of the Superior Court, except that such fees and expenses may not exceed the respective rates paid to such jurors in the federal system (Sec. 11-1912(a)).
A petit or grand juror receiving benefits under the laws of employment security of the District of Columbia shall not lose such benefits on account of performance of juror service (Sec. 11-1912(b)).
Employees of the United States or of any state or local government who serve as grand or petit jurors and who continue to receive regular compensation during the period of jury service shall not be compensated for jury service. Amounts representing reimbursement of expenses incurred in connection with jury service may be paid to such employees to the extent provided in the jury system plan (Sec. 11-1912(c)).
DEADLINES
Civil action.- Employees claiming they were discharged in violation of the District of Columbia's jury duty leave law must bring any civil action for recovery of lost wages, an order of reinstatement and for damages within nine months of such discharge (Sec. 11-1913(c)).
ENFORCEMENT
Civil action.- If an employer discharges an employee in violation of the District of Columbia's jury duty leave law, the employee within nine months of such discharge may bring a civil action for recovery of wages lost as a result of the violation, for an order of reinstatement of employment, and for damages. If an employee prevails in an action under the District of Columbia's jury duty leave law, that employee will be entitled to reasonable attorney fees fixed by the court (Sec. 11-1913(c)).
PENALTIES
Criminal penalties.- An employer who violates the District of Columbia's jury duty leave law is guilty of criminal contempt. Upon a finding of criminal contempt, an employer may be fined not more than $300, imprisoned for not more than 30 days, or both, for a first offense, and may be fined not more than $5,000, imprisoned for not more than 180 days, or both, for any subsequent offense (Sec. 11-1913(b)).
<p>Criminal penalties.— An employer who violates the District of Columbia's jury duty leave law is guilty of criminal contempt.</p>
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